科技界的大事这4件事是指
I’ve worked in tech for 10 years and I stifled my own voice for most of that time. I was never surprised when a man got a promotion or praise and I didn’t. If you’ve worked at a startup or in tech, you know what I mean when I say the office just feels male. Are we supposed to be less feminine to succeed? Is there a reason why masculinity feels like the default? Somehow, we feel off center just by being a woman at work and we’ve come to expect less in terms of pay, opportunity, and recognition.
我从事科技行业已有10年了，大部分时间我都压抑自己的声音。 当一个人得到晋升或称赞时，我从不感到惊讶，但我没有。 如果您是在初创公司或技术公司工作过，那么您会明白我所说的办公室只是男性的意思。 我们应该没有那么成功的女人味吗？ 阳刚之气感觉像是默认吗？ 不知何故，我们只是在工作中成为女性而感到偏离中心，而我们对薪水，机会和认可的期望越来越少。
This study found that half of men are satisfied with workplace representation when one out of ten executives is a woman. What’s heartbreaking, is that one third of women agreed.
这项研究发现，当十分之一的高管是女性时，一半的男性对工作场所的代表感到满意。 令人心碎的是，三分之一的女性对此表示同意。
Ethically, the industry is underperforming. But if you don’t care about diversity for the sake of ethics, I bet you’ll care for the sake of profits.
从伦理上讲，该行业表现不佳。 但是，如果您出于道德原因不在乎多样性，那么我敢打赌，您将出于利润而关心。
Studies show, not listening to women in business is hurting the bottom line. The most gender diverse companies report 21% higher profits than those that lack gender diversity. So what’s wrong with the industry? Why does lack of diversity hurt performance? How can we fix it?
研究表明，不听女性做生意会损害企业利润。 性别最多元化的公司报告的利润比缺乏性别多元化的公司高21％ 。 那么这个行业怎么了？ 为什么缺乏多样性会损害绩效？ 我们该如何解决？
Photo by Headway on Unsplash Headway在 Unsplash上的 照片Women are underpaid. On average women make 85 cents for every dollar a man makes doing the same job. While the pay gap is narrowing in the U.S. (women’s earnings were up 5 cents from the previous year), the problem is not limited to pay.
妇女被低薪。 平均而言，妇女赚的钱是男人做同样的工作赚1美元的钱。 尽管美国的薪酬差距正在缩小(妇女的收入比上一年增加了5美分)，但问题不仅仅限于薪酬。
Women lack representation in the workforce. Entry level women are 18% less likely to receive a promotion than their male colleagues. And the problem grows when we look at senior positions. Women only make up 21% of the C-Suite — 18% coming from white women and only 3% of the C-suite are non-white women.
妇女在劳动力中缺乏代表性。 入门级女性比男性同事获得晋升的可能性低18％ 。 当我们考虑高级职位时，问题就越来越严重。 女性只占C-Suite的21％，其中18％来自白人女性，只有3％的C-Suite是非白人女性。
Women are interrupted in meetings. Even if we get the job and make it into the meeting room, our ideas are not always heard. In fact, all genders are more likely to interrupt a woman than they are to interrupt a man.
妇女在会议上被打断。 即使我们得到这份工作并将其放入会议室，也不会总是听到我们的想法。 实际上，所有性别都比打扰男人的可能性更大。
Our competency is questioned. 23% of women reported being treated like they were incompetent in the office. Only 6% of men reported that same treatment.
我们的能力受到质疑。 23％的妇女报告称自己在办公室无能为力。 只有6％的男性报告了相同的治疗方法。
Jurica Koletić on JuricaKoletić摄于 Unsplash UnsplashMore ideas from different perspectives allow the best possible idea to shine. People with different life experiences produce different thoughts and ideas which make an organization more innovative.
来自不同角度的更多想法可以使最好的想法发光。 具有不同生活经历的人会产生不同的思想和观念，从而使组织更具创新性。
Diversity attracts top talent. Jobseekers value and look for diversity when considering a new role. By focusing on diversity and inclusion in the hiring process, you have a bigger hiring pool and better access to top talent.
多样性吸引了顶尖人才。 求职者在考虑新角色时会重视并寻求多样性。 通过在招聘过程中关注多样性和包容性，您可以拥有更大的招聘资源，并可以更好地访问顶级人才。
Investors recognize the value of diversity. Harvard Business Review found that diversity is a signal to investors of a well run organization and the value of publicly traded companies went up after being recognized for achievements in workplace diversity.
投资者认识到多样性的价值。 《哈佛商业评论》发现，多元化是向运作良好的组织的投资者发出的信号，而上市公司的价值在因其在工作场所多元化方面的成就而受到认可后，其价值也在不断上升。
The presence of diverse individuals encourages the free exchange of ideas from unique perspectives. When you’re not worried your ideas will be judged, you’re more likely to participate.
多样化的个人的存在鼓励从独特的角度自由交流思想。 当您不担心自己的想法会被判断时，您更有可能参与其中。
A few years ago, I decided if I couldn’t beat them, i’d join them. I tried to remove any trace of femininity from myself at work. I strived to appear strategic, emotionless, and objective because I assumed those stereotypes made men more successful. I didn’t hesitate to participate in meetings or go up for promotions. I literally thought to myself “What would a man do?”. No one told me to do that. I just assumed that I wouldn’t be respected unless I modeled by behavior after a man because I saw men excelling and women stagnating. I didn’t notice any changes in terms of my performance or how I was treated. My career was no better off than when I started. The only difference was that I felt like I wasn’t being myself. It didn’t work because women lead differently than men. Men and women add different but equally valuable contributions in the workplace.
几年前，我决定是否能击败他们，我会加入他们的行列。 我试图消除自己工作中的女性气质。 我努力表现出战略性，无情绪和客观的态度，因为我认为这些定型观念会使男人更加成功。 我毫不犹豫地参加会议或升职。 我对自己说，“一个人会做什么？”。 没有人告诉我这样做。 我只是假设除非我模仿男人的行为，否则我不会受到尊重，因为我看到男人表现出色而女人停滞不前。 我没有发现我的表现或治疗方式有任何变化。 我的职业生涯没有比起步时更好的了。 唯一的区别是，我觉得自己不做我自己。 这没有用，因为女性领导与男性领导不同。 男人和女人在工作场所增加了不同但同样有价值的贡献。
“Diversity helps because we have a complementarity of different perspectives, or what we call collective intelligence.”
“多样性之所以有用，是因为我们对不同观点或我们所说的集体智慧具有互补性。 ”
This strategy failed to address the concept that diverse people with different experiences and thoughts come together to create a better product. I learned that my job is not to assimilate. My job is to be who I am in work and in life. My job is to push for my authentic perspective to be heard and valued. More importantly, my job is to do the same for other groups, particularly those that are non-white in tech.
该策略未能解决这样一个概念，即具有不同经验和思想的多样化人员会聚在一起创造更好的产品。 我知道我的工作不是同化。 我的工作是成为工作和生活中的我。 我的工作是推动我真实的观点得到倾听和重视。 更重要的是，我的工作是对其他团体也要这样做，尤其是那些非白人的团体。
Photo by Christina @ wocintechchat.com on Unsplash 克里斯蒂娜(Christina)@ wocintechchat.com在 Unsplash上的 照片The solution is to work together to model the behavior that all perspectives are valuable, because they are. We can’t have a discussion about equality in tech without acknowledging that this issue compounds for those that are not white, non-binary, and/or LGBTQIA+.
解决方案是一起建模所有观点都是有价值的行为，因为它们是有价值的。 如果不承认非白人，非二进制和/或LGBTQIA +的问题，我们就无法讨论技术平等问题。
I’ve had to work to create space for myself as a woman in tech and I am lucky to finally work for a company that values diversity, equity, and inclusion. But I have more work to do. Just because I feel like my gender is no longer a limiting factor in my career, doesn’t mean we’ve established equity in tech. We all have an obligation to use what voice we have to create space for others. If we don’t, we hurting people and we’re hurting profits.
我必须努力为自己作为科技领域的女性创造空间，而我很幸运最终为一家重视多样性，股权和包容性的公司工作。 但我还有更多工作要做。 仅仅因为我觉得自己的性别不再是我职业生涯的限制因素，并不意味着我们已经在科技领域建立了平等。 我们所有人都有义务使用我们必须的声音为他人创造空间。 如果我们不这样做，那么我们就会伤害人民，而且也会损害利润。
翻译自: https://medium.com/age-of-awareness/the-loudest-voice-in-tech-is-male-4c7fad694a70
科技界的大事这4件事是指
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